Original Article :

Author :

Retri Citarestu Dimasanti*1

Mahasiswa Fakultas Ilmu Sosial dan Ilmu Politik

Abstract :

Remuneration is currently a hot issue among civil servants (Civil Administrative State) both at central and regional levels. Apparatus Civilian Welfare State in several agencies that have implemented a remuneration system increases significantly with increasing performance benefits received. The amount of remuneration allowance depends heavily on employee performance appraisal is concerned which includes the achievement of performance targets and assessment of work behavior. Performancebased remuneration system does not apply to civil servants payroll system previously only seen from years of service, rank and class. This performance-based remuneration has long been used in many private sector. But in the new public sector in 2011 in several ministries / state agencies are given allowances remuneration. It is a stark contrast when compared with Singapore. In Singapore, civil servants are paid with competitive market prices in accordance with the capabilities and responsibilities. The scoring system of civil servants in Singapore known as 2P, ie employees assessed based Performance (performance) and Potential (potential) to do the tasks at a higher level, which is two levels above the current duties. Singapore government Singapore's mission to build a community public service class (developing a first class public service). Meanwhile in Indonesia, the performance of the apparatus and bureaucracy still can not make good governance despite Indonesian memujudkan welfare (salary and benefits) of civil servants has been increased from time to time.